Director, Human Resources Business Partner

Mezzetta•American Canyon, CA

9d•Hybrid

About The Position

Mezzetta is searching for a strategic Director, People Ops, who puts people first and helps our teams, and our business, thrive. Reporting to the VP, People Ops, this leader will own the strategic talent agenda for the company: talent strategy and management, employee engagement, culture, recognition, internal communications, employer brand and reputation, and talent acquisition. This role is a critical complement to our Director, People Operations, who owns the organizational infrastructure, systems, and processes that enable the company to scale; together, the two roles form a complete People Ops leadership team. This Director will work out of our Larkspur Landing office and our American Canyon office, based on business needs (with one day remote). This is not an “HR support” role. It is a role for a builder and a driver: a leader who sees talent and culture as a competitive advantage and a direct enabler of company strategy. The Director will translate our people strategy into programs that are designed well, executed with discipline, and measured honestly, from our new talent framework, succession mapping, and career architecture, to a recognition program built on direct employee input, to a communications rhythm that builds trust (“You said, here’s what we’re doing”). The Director will also own talent acquisition strategy and outcomes, with limited recruiter support. Depending on budget and hiring needs, this leader should be prepared to flex into hands on, full cycle recruiting at times, including sourcing and screening. In all cases, talent acquisition remains a meaningful but bounded part of the role, approximately 30% or less, with the majority of time focused on talent strategy, engagement, and culture. The ideal candidate is a business minded operator, not a theorist: someone who designs pragmatic programs, drives adoption, uses data to inform decisions, and builds credibility through follow through. They are energized by a fast-paced, evolving environment and by the opportunity to shape how a growing organization attracts, develops, engages, and retains great people.

Requirements

Bachelor’s degree required; advanced degree (MBA, MSHR) or HR certification (SPHR or SHRM) preferred.
10+ years of progressive HR experience, including experience owning talent management, engagement, or culture programs at a director or senior manager level.
Proven ability to design and execute talent, engagement, and culture programs from concept through adoption, not just recommend them.
Strong strategic thinking paired with an operator mindset; comfortable moving between the whiteboard and the work.
Excellent written and verbal communication skills, including experience crafting communications for employees and presenting to senior leaders.
Strong data fluency and the ability to analyze engagement, retention, and talent data and translate insights into action.
Demonstrated ability to influence and coach leaders and managers without formal authority.
Experience managing or directing team members, contractors, or agency partners and holding them accountable for outcomes.
Sound judgment, discretion, and the ability to handle sensitive talent and organizational information with confidentiality.
Full cycle recruiting experience, including sourcing, screening, interviewing, and closing, plus experience directing recruiters or agencies; able to run searches directly when resourcing requires.
Strong project and change management skills; highly organized with a track record of delivering quality work on time.
Experience with talent assessment and development tools (e.g., Predictive Index or similar) preferred.
Experience building employer brand and internal communications programs preferred.
AI proficiency (Claude, ChatGPT, etc.).

Nice To Haves

advanced degree (MBA, MSHR) or HR certification (SPHR or SHRM) preferred.
Experience with talent assessment and development tools (e.g., Predictive Index or similar) preferred.
Experience building employer brand and internal communications programs preferred.

Responsibilities

Own and evolve the company talent framework; drive consistent talent assessments and calibration in partnership with the VP, People Ops and leadership.
Build and maintain the succession map for critical roles.
Design, pilot, and scale the Career Framework, creating role clarity and credible growth paths for employees.
Own learning and development: identify capability gaps and build practical development programs, including manager and leader capability in talent practices.
Support leadership development initiatives, including the Leadership Operating System and Predictive Index assessments.
Partner with the Director, People Operations and leadership on organizational and operational effectiveness initiatives.
Own the employee engagement strategy from end to end: surveys, insights, action planning, and visible follow through.
Design and launch the company Recognition & Reward Program, built on direct employee input, and champion adoption.
Translate Mezzetta’s core ingredients of Crunchy Crunchy, Own It, Connection, and Vibrance into observable behaviors reinforced through hiring, onboarding, recognition, and everyday leadership practices.
Act early on engagement, retention, and morale risks; bring data and recommendations to the VP, People Ops before issues become problems.
Run a consistent internal communications rhythm, including Town Hall content, monthly updates, and “You said, here’s what we’re doing” follow through.
Ensure clear, credible communication during periods of change, in partnership with the VP, People Ops and Leadership Team.
Own Mezzetta’s employer brand and external reputation, including careers content and active management of employer review sites (e.g., Glassdoor, Indeed) and social platforms (e.g., LinkedIn): monitor, respond on brand, and address recurring themes with real internal action.
Support recruiting and partner with contract recruiter, who owns sourcing, screening, scheduling, and pipeline management, to keep hiring on track and high quality.
Lead select or critical searches when needed.
Strengthen hiring manager interviewing and selection capability, and ensure the candidate experience reflects the Mezzetta employer brand.